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Why are Gender Pay Gaps so Large in Japan and South Korea?

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Summary

This article examines the large gender pay gaps in Japan and South Korea, which are the largest in the OECD. It looks at how Japan and South Korea have enshrined a system of lifetime employment and seniority pay, creating a situation where male employees are given positions of authority while women are their subordinates and denied positions of responsibility. The article looks at the differences between Japan and South Korea and other East Asian countries like Singapore, Hong Kong and Taiwan, who have achieved near parity in pay, seniority and political representation, and suggests that this is due to the lack of lifetime employment and seniority pay systems in the other countries. Finally, the article argues that sexism is the cause of the large gender pay gaps and that Japan and South Korea have placated disgruntled low-ranking men by entrenching patriarchy.

Q&As

What is the difference between East Asian tigers that have converged culturally in terms of gender equality and those that have not?
The East Asian tigers that have converged culturally in terms of gender equality have closed gender gaps in pay, seniority and parliamentary representation, while those that have not have the largest gender pay gaps in the OECD and management remains 85% male.

What is the 'Great Gender Divergence' and why do Japanese and South Korean firms have larger gender pay gaps than other East Asian countries?
The 'Great Gender Divergence' is the discrepancy between Japan and South Korea's gender pay gaps and those of other East Asian countries. Japanese and South Korean firms have larger gender pay gaps because they have enshrined a system of lifetime employment and seniority pay for both blue collar and white collar workers, which has led to sexism and male domination of management.

What is the system of 'lifetime employment' and how does this impact gender pay gaps in Japan and South Korea?
The system of 'lifetime employment' is a system where companies reward both white collar and blue collar workers with career paths and job protection, and workers are hired, trained, then stay till retirement. This system has led to a wage premium for continued work in the same company, which is highest in Korea and Japan, and has resulted in sexism and male domination of management.

How have Singapore, Hong Kong and Taiwan been able to close gender gaps in pay, seniority and political representation?
Singapore, Hong Kong and Taiwan have been able to close gender gaps in pay, seniority and political representation by not having a system of lifetime employment and seniority pay, and instead rewarding workers with basic wages and productivity bonuses. They have also elevated women and recognised their competence, and have been able to engage fathers through campaigns like 'DADS for Life'.

What methods have Japanese and South Korean firms used to secure the 'loyal commitment' of low-ranking, exhausted and disgruntled men?
Japanese and South Korean firms have used methods such as entrenching patriarchy, pampering male egos after hours with nights out with charming hostesses, and rewarding low-ranking men with positions of authority to secure the 'loyal commitment' of low-ranking, exhausted and disgruntled men.

AI Comments

👍 This article provided a comprehensive overview of the gender pay gaps in Japan and South Korea. It was interesting to read about how Singapore, Hong Kong and Taiwan have achieved near parity in pay, seniority, and political representation.

👎 This article is excessively long and could have been more concise. It also focuses too much on the gender pay gaps in Japan and South Korea, without giving enough attention to other East Asian countries.

AI Discussion

Me: It talks about why gender pay gaps are so large in Japan and South Korea. It looks at how Singapore, Hong Kong and Taiwan have closed their gender gaps in pay, seniority and parliamentary representation, whereas Japan and South Korea still have the largest gender pay gaps in the OECD. It goes on to discuss how lifetime employment systems, sexism and patriarchy are the main drivers of the discrepancies.

Friend: Wow, that's really interesting. It's really sad to hear how women are still treated as inferiors in some East Asian countries.

Me: Yeah, it's really disheartening. The article also talks about how Japan and South Korea have responded to labour shortages by incorporating women but only as menial underlings. It's quite shocking how men are rewarded with patriarchy and low-status men are given positions of authority.

Friend: It's really concerning to see how these gender pay gaps are still so large. What do you think are the implications of this article?

Me: I think the implications of this article are quite far-reaching. It highlights the importance of gender equality in terms of pay, seniority and political representation for East Asian countries. It also speaks to the need for stronger anti-discrimination laws and greater accountability from employers. It's also a reminder that sexism and patriarchy can still be deeply entrenched in some societies, and that more needs to be done to challenge these damaging norms.

Action items

Research and learn more about the gender pay gap in Japan and South Korea, and the differences between them and other East Asian countries.
Reach out to local organizations and businesses to learn more about their policies and practices related to gender pay gaps.
Advocate for gender equality in the workplace by writing to your local representatives and supporting organizations that are working to close the gender pay gap.

Technical terms

Gender Pay Gap: The difference between the average earnings of men and women.
OECD: The Organisation for Economic Co-operation and Development, an intergovernmental economic organisation with 36 member countries.
Seniority Pay: A system of compensation where employees are paid based on their length of service with a company.
Spousal Benefits: Benefits provided to an employee's spouse, such as health care or tax breaks.
Systematic Discrimination: Discrimination that is based on a system or pattern of behavior.
Mediation: A process in which a third party helps two or more parties to reach an agreement.
Flexi-Wage System: A system of compensation where employees are paid a basic wage and a variable performance bonus.
Corporate Warriors: A term used to describe employees who are loyal to their company and work hard.
Selfless Devotion: A term used to describe employees who are loyal to their company and work hard without expecting anything in return.
Advance Guard: A term used to describe employees who are loyal to their company and work hard to help the company succeed.
Karoshi: A Japanese term meaning "death from overwork".
Kitaku-Kyohi: A Japanese term meaning "reluctance to go home".
Tanshin Funin: A Japanese term meaning "workers forced to live away from their families, due to job transfers".
Madogiwa-Zoku: A Japanese term meaning "window-sill tribe", referring to men who have been promoted to pointless jobs and now simply stare out the window.
Company Pension: A retirement plan provided by an employer.
Regular Work: A type of employment that is permanent and full-time.
Non-Regular Work: A type of employment that is temporary and part-time.
Gender Quotas: A policy that requires a certain percentage of a group to be represented in a given area.
DADS for Life: A month-long campaign run by the Government of Singapore to engage fathers.
Semen Terrorism: A term used to describe a form of protest in which men ejaculate into women's handbags.
Incels: A term used to describe men who are unable to find romantic partners.